Bozana Byers, SHRM-SCP, CDP

Iron sharpens iron, and this is true for HR professionals! Had the opportunity and privilege to attend this year’s SHRM conference for the first time in nearly a decade. It was great to gain new insights while also affirming existing practices and strategies. #HumanResources #HR #education #lifelonglearning

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Are There Templates For Employee Handbooks Available To Me? There are many templates for employee handbooks available, which can serve as a great starting point for creating your own. Here are a few options to find templates: 1. Online HR Resources: Websites like SHRM (Society for Human Resource Management), Workable, and Rocket Lawyer offer a range of resources, including templates for employee handbooks. Some of these may require membership or a fee. 2. Legal Services: Online legal services like LegalZoom or Nolo often provide templates tailored to comply with general legal standards. These services might also offer customization options for your specific state or industry requirements. 3. HR Software: Many HR software platforms provide tools to help create and distribute employee handbooks. These platforms might also ensure that your handbook stays compliant with any updates in employment laws. 4. Professional Consultants: HR consultants or legal professionals can provide personalized assistance in creating an employee handbook that meets all legal requirements and aligns with your company culture and policies. 5. Free Online Templates: A simple web search can yield free templates that can be downloaded and customized. Be cautious with these to ensure they meet the specific legal requirements of your location and sector. When using a template, it's important to customize it to your organization's specific needs. Consider factors like your business size, location, industry, culture, and specific operational practices. It's also highly advisable to have the final document reviewed by a legal professional or an HR expert to ensure compliance with local laws and regulations. This step is crucial because an outdated or legally inaccurate handbook can create rather than mitigate legal risks.

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May is Mental Health Awareness Month, and according to the latest news alert from SHRM, 45% of employees report feeling "emotionally drained" from their work. While this number may not seem high, it's important to remember that even one employee struggling with mental health can have a significant impact on their well-being and productivity. As leaders, it's essential that we prioritize checking in with our employees and letting them know they are doing a good job. #grandmererestaurantgroup

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Excellent advice from Johnny C. Taylor at SHRM. Add self-awareness to the list of essential skills for job success. Along with strong communication and team member skills, ask yourself, "Is this the right job for me? " Only by knowing your values, your strengths, your opportunities, and your biases can you really assess if a job is the right one for you.

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An employee requests five days of FMLA leave for routine medical follow-up care with their family physician. Does the HR Manager have the right to deny this request? Share your answer and insights below. We’ll reveal the correct answer and discuss its implications tomorrow at 3 PM EST. #HRCompliance #FMLA #HRPractice #DistinctiveHR

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SHRM's recent study reveals a startling truth: incivility is all too common in our daily lives and workplaces. With a Civility Index score of just 42.3 out of 100, it's clear that we need to take action to foster more respectful and empathetic environments. Let's be catalysts for change and join SHRM in starting 1 million civil conversations in the workplace and beyond. By embracing civility, we can create spaces where individuals and businesses thrive. #CivilityAtWork

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HR or not, it is fascinating to think about what the next generation leaders look like. I would argue though, if we know what is required in the future, the future is already here and this is relevant for all of us in business today. This is a great podcast series for all passionate (HR) leaders.

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#HR are you ready for the new U.S. Department of Labor (DOL) rule taking effect on July 1, 2024? This rule will raise the minimum annual salary for most overtime-exempt employees from current federal level of $35,568 per year by about 65%! Brightmine is presenting a webinar on this May 14. Be sure to be prepared. #HumanResources #Payroll

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It's hard to admit when we don't know something. But in the workplace, saying "I don't know" can actually be a good thing. Let me explain why. Imagine a situation where you are a manager and one of your team members, who is pregnant, asks about maternity leave. You want to help, so you give an answer based on what you think is right. But if you're wrong, it can create problems later on for not just the company, but for that individual as well. Now, think about a different response. Instead of guessing, you could say, "I'm not sure about our maternity leave policy. Let me check with HR and get back to you." This gives you time to find the right answer and shows you care about getting it right. Here's why admitting you don't know is important: - Builds Trust: Being honest about not knowing something makes people trust you more. They know you're not pretending to know everything. - Helps You Learn: Admitting you don't know opens the door to learning. It encourages you to ask questions and find out more. - Avoids Mistakes: Giving the wrong information can lead to problems. Admitting you don't know helps you avoid making mistakes. - Encourages Teamwork: When you're honest about not knowing, you're more likely to ask for help from others. This helps everyone work together better. So, next time you're unsure, don't be afraid to say "I don't know." It's not a weakness—it's a smart way to work. #hrtips #management #idontknow #stayingcompliant

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Did you get your copy of Timmy’s new book? Assume you did based on the tremendous amounts of books 📚 Tim gave away at Michigan HR Day and signed copies from SHRM Talent. If not, link 🔗 in comments 📖 If you’re heading to the Talent Conference on Thursday, bring your copy and demand Timmy signs your copy ✍️ Kris Dunn and Torin Ellis are sure to bring this house down Thursday for AHRM - Association for Human Resource Management #TalentConference #TheTalentFixvol2 #SACKETT

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Several states have already implemented pay transparency laws, allowing job candidates to see salary or wage ranges for positions upfront. Now, Illinois and Minnesota are set to join them. In this episode, we delve into what employers can expect from these new requirements and explore the practical challenges they may face in achieving compliance. Join us for expert insights on navigating this evolving landscape and ensuring a smooth transition for your organization! 🎧View all 5 minute HR Feed episodes here: https://ow.ly/4ntT30sE4Tz

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Check out the ultimate tool for mastering talent management, our newly unveiled People Power Index. Gain deeper insights into where to focus targeted efforts to strengthen your organizations agility, stability and growth! #talentmanagement #ahriaconsulting #transformingwork

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Thanks Denise Liebetrau, MBA, CDI.D, CCP, GRP ! Several leaders will face the challenge of clarifying employees about their position in range and why the employee's salary shouldn't increase. Although some leaders could consider tempting to justify the decisions by blaming HR as the responsible by the range so that the salaries won't increase, this decision wouldn't help the employees to assimilate the rationale used and take positive action. The script presented is a great example of positive conversation around salaries above the maximum. Besides recommending the employee to search for senior positions, leaders can take advantage of this situation to remind their employees that they can be good partners in the development plan, and that they're committed to contribute with their insights and helpful feedback to the employee's success.

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SHRM is NSFW HR is having an existential crisis right now...and it's about time! The world of work is evolving rapidly, and HR needs to evolve with it. We're at a crossroads where modern HR is challenging traditional HR. 💣 Yesterday, SHRM announced that they are removing the 'E' for equity in DEIB efforts. 💣 Last week, Johnny C. Taylor, Jr., SHRM-SCP was raked through the coals for his keynote speech at the SHRM conference (as he should have been). BUT... this BS has been happening for years and frankly, it needs to end now. I am a modern HR Leader who understands that HR can only be successful when: 🏆 You are in service to your people. 🏆 When you can see the value in Equity. 🏆 When you understand that the community you're building is for us, not for you and your ego. Here's to hoping we see major changes soon at SHRM. Until then, I'll continue to post my opposition to this antiquated Leadership and I'll keep my certifications fresh with HRCI. Special shoutout to Lars Schmidt for his post and newsletter link below. It's less emotional and more eloquent than mine. Give it a read if you want to dig in 👇🏼 #futureofwork #shrm #humanresources

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SHRM2024, the ultimate conference for HR professionals, from June 23-26! This is a fantastic opportunity to elevate our HR game and connect with a vibrant community dedicated to making a difference. I can't wait to learn, grow, and lead with some of the best in the industry. Who else is joining? Let’s connect! #SHRM2024 #HRConference #HumanResources #ProfessionalDevelopment #Networking #FutureOfWork #HRInnovations

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Have you ever turned down the same job applicant not once, but twice? Get this... I did. And now? That same candidate is our star Team Leader, 12 months later. I first extended an interview invite on their third application. They were so impressive, I was compelled to draft an offer letter in less than an hour! So, here's a reality check for all us hiring managers and leaders: A resume is just the tip of the iceberg. A candidate's potential can far outreach what's written on that single page. We need to dig deeper. We need to become leaders who grant second chances and foster a culture that looks beyond the ordinary. Are you with me? Are you ready to take the blinders off and look beyond the resume? Let's revolutionize the way we hire, one overlooked CV at a time. #hiring #jobs #careers #talent #hr #humanresources #people #culture #values #growth #business #strategy #hrstrategy #team #branding #leaders #leadership #linkedin #hiring #linkedinconnections #talentnexa #aach

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Attention all employers! Did you know that the Biden-Harris administration has introduced a final rule expanding overtime protections for millions of lower-paid salaried workers? This entails raising the salary thresholds needed to exempt salaried employees from federal overtime pay requirements. Are you prepared for the upcoming changes to overtime regulations? Here's what companies need to know: 1. Changes effective July 1, 2024, and Jan. 1, 2025: 2. Salary threshold rises to $43,888 and $58,656, ensuring fair compensation beyond the standard 40-hour workweek. 3. Commitment to fair pay, economic security, and family time. 4. Prepare now for compliance as the rule expands overtime protections. This underscores the disparity where lower-paid salaried employees frequently work the same hours as their hourly counterparts without extra pay, leading to extended periods away from their families without additional compensation. This discrepancy is deemed unacceptable, and the administration is committed to improving standards for workers crucial to economic growth. The Department of Labor is committed to guaranteeing equitable compensation for lower-paid salaried workers or affording them the opportunity to spend more time with their families. This regulation provides employers with clear and consistent directives on compensating employees for overtime hours, thereby enhancing economic stability for the millions who work long hours without adequate pay. Here are four ways an HR consultant can help with the upcoming changes to overtime regulations: 1. Compliance assessment: Reviewing payroll practices and policies. 2. Policy development: Updating handbooks and guidelines. 3. Employee education: Training on new regulations. 4. Compliance monitoring: Ongoing support to ensure adherence. Make sure you are prepared to adjust your company's payroll practices accordingly to avoid penalties. Contact us for expert guidance on ensuring compliance. Book a free call now https://www.rockregion.co/

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New for 2024! 🎉 🎉 🎉 Whether you're a seasoned professional or a newcomer to the HR field, join me along with my SHRM HR colleagues as we lead twelve roundtable discussions designed to collectively brainstorm innovative solutions, exchange best practices, and make new connections. Share your expertise and learn from your peers through a facilitated experience to encourage knowledge sharing, networking, collaboration and support. Throughout the discussion, delve into a range of topics including emerging trends in AI, performance management, talent acquisition, total rewards and more. Let me know if you'll be joining us in the comments! 👇 #SHRM #SHRM24 #HR

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